Rebecca Harper
Five key changes to workplace employment law came into effect from April 1, that all employers should be aware of.
Employsure senior workplace consultant, Ashlea Maley, said there were five new and pending changes to employment law that all employers and business owners needed to be prepared for.
The changes are:
- The Minimum Wage increase
- Reinstatement of set meal and rest breaks
- Limiting of 90-day trials to businesses with fewer than 20 employees
- Leave entitlements and protections for victims of domestic violence
- Strengthened collective bargaining and union rights.
The minimum wage increase came in on April 1, with the Adult Minimum Wage increasing by $1.20 per hour, to $17.70 an hour. The Starting-out and Training Minimum Wage rates increased from $13.20 to $14.16 per hour.
“Being fully aware of the wage increases is something that is vitally important to running a business. Employees have to be paid at least the minimum hourly wage rate for every hour worked.”
Rest and meal break rules will be introduced from May 6, 2019. There is a return to more regulation about the timing, frequency and duration of breaks.
“Employers and employees will need to mutually agree when breaks are to be taken. This agreement could be outlined in the employment contract, in a roster or in another system,” Maley said.
Also coming in on May 6 this year, 90-day trial periods will be restricted to businesses with fewer than 20 employees. “If you want to use a 90-day trial period for a new employee, it remains crucial that, before starting work for you, the employee has signed an employment agreement containing such a clause.”
From April 1, 2019, victims affected by domestic violence will have the right to request a short-term (up to two months) variation of their working arrangements.
This could include variation to days and hours of work, place of work, and duties.
“If you receive a request in writing, you must respond to it within 10 working days. If you wish to request proof of the issue (such as a medical certificate, court order or police report), you must ask for this within three working days of receiving the request.”
An employee who has been working for you for more than six months will also be entitled to 10 paid days leave to deal with effects of domestic violence on themselves or a child. “If you are in any doubt about how to respond to an employee, please seek appropriate workplace specialist advice.”
FIVE KEY CHANGES TO WORKPLACE EMPLOYMENT LAW
- The Minimum Wage increase
- Reinstatement of set meal and rest breaks
- Limiting of 90-day trials to businesses with fewer than 20 employees
- Leave entitlements and protections for victims of domestic violence
- Strengthened collective bargaining and union rights.
